Ever had to deal with people who "weren't really suited" to your program. You're using them as leaders because you're desperate for help - but really - you'd rather they stayed home.

I know I've been there. And when I was I vowed that I'd never bring anyone onto my team that wasn't suited to the role.

Unfortunately it's often hard to know if someone is suitable from just talking to them. they may seem fine. Have an interest in The outdoors, can organise a lesson, can order their thoughts. Yet when you see them in action they are rough with the kids, or they loose their temper, or can't speak to kids at their level.

So what's the solution to this problem?

Well, the only one I can see is to have "recruited" a much larger pool of talent than you actually have need for.

I hear your thoughts "we've got enough trouble recruiting one new leader - let alone more than we need..." - and that may be true - but if you're going to have a goal - it might as well be a big goal as a small goal. Aim high.

There are significant benefits in recruiting a large pool of people as potential leaders. These benefits include

• better chance of getting the perfect leader
• gain access to a broader set of talents
• you can "try out" the prospective leaders with small, controllable tasks (like running a program period of first aid for simple cuts and scratches for example)
• create a roster of helpers for various tasks (reduces the commitment at the outset - again so you can see who is "the best")

It's a good idea to lay out some ground rules for recruiting new staff - at the beginning - before they've come onto a team. Some line I work with are

• come along for a few nights and see how things run
• can you run a 10 minute talk on "preparing for a hike"
• would you like to come along to our next camp as a parent helper
• we have a three month probation period for new leaders - you get to look at us, we get to look at you... During that time we expect that you will complete the leaders introductory training and attend all meetings...

Remember these important principles

• it's your program, don't be forced into accepting a second rate leader through desperation
• desperation leads to poor selection
• a larger recruitment pool leads to better leader selection
• you can find tasks for "second rate" leaders and give the opportunities to serve, build their skills and prove themselves

Conclusion

Let me conclude with two examples. In my own group I once allowed a leader to come on board because we needed the help, and he offered. He wasn't a good leader. He'd shout at the kids, poorly prepare, miss nights without warning. We eventually got rid of him through attrition, and no contact. Very poor management on my part - but it did solve a tricky situation. Desperation leaders to poor selection.

A leader of another group I know has a kind of unpredictable leader in his group. He manages this person by giving him concrete controllable tasks - like preparing the patrol boxes for campout, or being responsible for sporting equipment. one where the task is clearly definable, clearly communicated and clearly controllable. It works ok.

Action Steps

Look towards a greater group of people to recruit into leadership positions. Don't settle for second best - your kids deserve the best!